The Study On Performance Management About The Year-and Assessment Of A Magazine Staff

From the original institution into the enterprise, the magazine enterprise reformis inevitable. Under the establishment of modern enterprise system, the magazinecombines the reality of work, in the production of various links have carried outstructural adjustment of system of ownership, on the staff of year-end appraisalproject has conducted performance management. Through the performance appraisalof the working efficiency of employes, to motivate the enthusiasm of the staff, topromote the teamwork, to guide employees to attach importance to the work of thegrowth of skills and abilities.The year-end assessment project of the performance management mainlyfollowed the performance priority principle, performance oriented principle, dynamicmanagement, rewards and punishment principles of binding principle.Performanceevaluation of the salary distribution management mainly in the basic salary as thebasis, benefit compensation for floating salary allocation mode, which respectively60%and40%.Monthly basic salary advance, according to magazine annual benefitcircumstance at end of the year, personnel changing in the situation, the new adjustmanagement plan, annual total, personal annual attendance, complete personalperformance, the target management, according to the post salary calculation methodcalculates the annual salary, minus12months has been issued based salary,theincome is benefit compensation.One-time payment, increase and decrease, theindividual performance.Performance evaluation of the excellent employees not only in the year-endassessment would be a huge bonus incentive, but also promoted the opportunity ofpromotion.Magazine performance appraisal and salary cashing approach, including the staffcharacter quality assessment, to quantified post employee performance target assessment,the editor proofreading target management, the attendance managementand a series of management methods and assessment scheme.Able to quantify the post includes a magazine deputy editor, vice president, arteditor, editorial, advertising sales, distributors, layout, drivers and other position staff,can be said to be quantified post were quantified standard formulation.Since different emphases of the examination, various types of assessmentscoring proportion is also different. According to the last comprehensive evaluationresults and the final score for staff employees, annual salary paid to provide digitalbasis.The final evaluation result obtained, for managers to fully grasp the situation ofstaff, strengthen administration to provide a strong basis. The implementation ofperformance appraisal for performance management provides the best system to baseon. The two complement each other, mutual influence, interaction.Therefore, performance management is like a baton, to guide the employeesorientation as a engine. To guide staff towards the business requirements of thedirection, but more important is to ensure that the core employees in requireddirection, continue to give the correct guidance.So the purpose of the performanceappraisal is on the staff of the assessment and evaluation, improve the workingefficiency of employees, and ultimately achieve the goal of enterprise management,to maximize the efficiency of enterprises.A benign performance salary incentive system will not only to specificemployees of the year-end assessment project, but also has the maneuverability andimplementation, will greatly mobilized the working enthusiasm of the staff, theenterprise is more people-oriented embodiment.In this way, not only can increaseemployee goals and clearly, and can maximum the individual potential. Afterpassing the examination,the employees can experience the identity and pride,enhancing the job satisfaction, the sense of responsibility.Performance managementby each employee working with collective the whole destiny together,and theaggrandizement of units of the overall business objectives. The working effect of theemployees undertakes the quantifying assessing, gradually formed to pay andbenefits for the criterion of the modern enterprise salary system, is not only the needof the modern enterprise human resources management, it is also the inevitable requirement of establishing modern enterprise system.